HMO Medical Plans. Effective August 1, 2002, the City shall pay the full single premium for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HMO Single premium plus 90% of the additional cost for two- party or Family* 10% of the additional cost for two-party or Family* Effective January 1, 2017, for single coverage in an HMO plan, the City shall pay ninety-eight percent (98%) of the average of the single HMO premiums for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay twelve percent (12%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: HMO City Contribution Employee Contribution Single 98% of the average of the single HMO premiums* 2% of the average of the single HMO premiums* Two- Party 88% of the difference between the single premium and the two-party premium* 12% of the difference between the single premium and the two-party premium* Family 88% of the difference between the single premium and the family premium* 12% of the difference between the single premium and the family premium* * Percentage contributions above are reflective of the formula described in the HMO paragraphs above. Regular part-time employees are required to pay 100 percent of the difference between the single coverage premium and the two-party or family premiums, whichever is applicable. Non-HMO Medical Plans (PPO/POS)—Effective August 1, 2001, regular full- time employees selecting a non-HMO medical plan will pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family). In addition to the payment for dependent coverage, the employee will pay forty percent (40%) of the difference between the average of HMO premiums at all three levels (single, two-party, and family) and the non-HMO premiums at the same levels. Regular part-time employees will pay 100 percent of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family), in addition to forty percent (40%) of the difference between the average of the HMO premiums and the non-HMO premium at the single coverage premium. POS Plan—Effective August 1, 2007, enrollment in this plan was frozen. No new enrollments are allowed into this plan. Employees currently enrolled in the Health Net POS plan who disenroll out of the plan will not be allowed to return to the plan. Effective August 1, 2007, the City’s portion of the premium paid for the POS plan was capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month for existing active employees and future retirees. SEIU members who retired prior to August 1, 2007 are not affected by this change. High-Deductible Health Plan (HDHP)—Effective August 1, 2012, the City will offer an HDHP in addition to HMO and PPO/POS plans. The City shall pay the full single premium for the HDHP offered by the City and selected by the employee. For dependent coverage in an HDHP, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HDHP Single premium plus 90% of the additional cost for two-party or Family* 10% of the additional cost for two-party or Family* * Percentage contributions above are reflective of the formula described in the HDHP paragraph above. Regular part-time employees are required to pay 100 percent of the difference between the single premium and the two-party or family premiums, whichever is applicable. For members who elect to participate in the HDHP, the following Health Savings Account (HSA) contribution schedule will apply for FY 2015-16 through FY 2016-
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Samples: www.seiu521.org, www.mountainview.gov
HMO Medical Plans. Effective August 1, 2002, the City shall pay the full single employee-only premium for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HMO Single premium EE Premium plus 90% of the additional cost for two- party EE+1 or Family* 10% of the additional cost for two-party EE+1 or Family* Effective January 1, 2017, for single coverage in an HMO plan, the City shall pay ninety-eight percent (98%) of the average of the single HMO premiums for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay twelve percent (12%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: HMO City Contribution Employee Contribution Single 98% of the average of the single HMO premiums* 2% of the average of the single HMO premiums* Two- Party 88% of the difference between the single premium and the two-party premium* 12% of the difference between the single premium and the two-party premium* Family 88% of the difference between the single premium and the family premium* 12% of the difference between the single premium and the family premium* * Percentage contributions above are reflective of the formula described in the HMO paragraphs paragraph above. Regular part-time employees are required to pay 100 percent of the difference between the single coverage premium and the two-two- party or family premiums, whichever is applicable. Non-HMO Medical Plans (PPO/POS)—Effective August 1, 2001, regular full- full-time employees selecting a non-HMO medical plan will pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family). In addition to the payment for dependent depend- ent coverage, the employee will pay forty percent (40%) of the difference between the average of HMO premiums at all three levels (single, two-party, party and family) and the non-HMO premiums at the same levels. Regular part-time employees will pay 100 percent of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family), in addition to forty percent (40%) of the difference between the average of the HMO premiums and the non-HMO premium at the single coverage premium. POS Plan—Effective August 1, 2007, enrollment in this plan was has been frozen. No new enrollments are will be allowed into this plan. Employees currently enrolled in the Health Net POS plan who disenroll out of the plan will not be allowed to return to the plan. Effective August 1, 2007, the City’s 's portion of the premium paid for the POS plan was capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month for existing active employees and future retirees. SEIU members who retired prior to August 1, 2007 are not affected by this change. High-Deductible Health Plan (HDHP)—Effective HDHP Plan—Effective August 1, 2012, the City will offer an HDHP a high-deductible health plan (HDHP) in addition to HMO and PPO/POS plans. The City shall pay the full single employee-only premium for the HDHP offered by the City and selected by the employee. For dependent coverage in an HDHP, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HDHP Single premium EE Premium plus 90% of the additional cost for two-party EE+1 or Family* 10% of the additional cost for two-party EE+1 or FamilyFamily * * *Percentage contributions above are reflective of the formula described in the HDHP paragraph above. Regular part-time employees are required to pay 100 100.0 percent of the difference between the single employee-only premium and the two-two- party or family premiums, whichever is applicable. For members who elect to participate in the (HDHP), the following Health Savings Account (HSA) contribution schedule will apply for FY 20152012-16 13 through FY 2016-2014-15.
Appears in 1 contract
Samples: www.mountainview.gov
HMO Medical Plans. Effective August 1, 2002, the City shall pay the full single employee-only premium for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-full- time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HMO Single premium plus 90% of the additional cost for two- party or Family%* 10% of the additional cost for two-party or Family* Effective January 1, 2017, for single coverage in an HMO plan, the City shall pay ninety-eight percent (98%) of the average of the single HMO premiums for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay twelve percent (12%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: HMO City Contribution Employee Contribution Single 98% of the average of the single HMO premiums* 2% of the average of the single HMO premiums* Two- Party 88% of the difference between the single premium and the two-party premium* 12% of the difference between the single premium and the two-party premium* Family 88% of the difference between the single premium and the family premium* 12% of the difference between the single premium and the family premium* * Percentage contributions above are reflective of the formula described in the HMO paragraphs paragraph above. Regular part-time employees are required to pay 100 percent of the difference between the single coverage premium and the two-party or family premiums, whichever is applicable. Non-HMO Medical Plans (PPO/POS)—Effective August 1, 2001, regular full- time employees selecting a non-HMO medical plan will pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family)) for regular employees. In addition to the payment for dependent coverage, the employee will pay forty percent (40%) of the difference differ- ence between the average averages of HMO premiums at all three levels (single, two-party, two- party and family) and the non-HMO premiums at the same levels. Regular part-time employees will The employee shall pay 100 percent that portion of the difference between premiums which is their respon- sibility through payroll deductions in accordance with procedures established by the single coverage premium Finance and Administrative Services Department. Health Net—Point of Service Plan (POS)—During open enrollment in 2007, employees and retirees will have the selected dependent coverage premium (two-party or family), in addition to forty percent (40%) option of the difference between Health Net Point of Service (POS) Plan. Effective upon the average completion of the HMO premiums and the non-HMO premium at the single coverage premium. POS Plan—Effective August 1, 20072007 medical open enrollment period, enrollment in this the POS plan was will be frozen. No new enrollments are allowed into this plan. Employees currently enrolled in the Health Net POS plan In subsequent open enroll- ment periods, employees who disenroll out of the plan will not be allowed to return to the plan. Effective For employees choosing to remain in the POS plan after open enrollment in August 1, 2007, the City’s portion of the premium paid for 's costs will be capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month. For those two employees currently enrolled in the POS plan was family plan, the employer cost will be capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month for existing active employees and future retireesor the PPO family rate, whichever is greater. SEIU members who retired This cap does not affect retirees prior to August 1, 2007 are not affected by this change2007. High-Deductible Health Plan (HDHP)—Effective Effective August 1, 2012, the City will offer an HDHP a high-deductible health plan (HDHP) in addition to HMO and PPO/POS plans. The City shall pay the full single employee-only premium for the HDHP offered by the City and selected by the employee. For dependent coverage in an a HDHP, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HDHP Single premium plus 90% of the additional cost for two-party or Family* 10% of the additional cost for two-party or Family* * Percentage contributions above are reflective of the formula described in the HDHP paragraph aboveemployees. Regular part-time employees are required to pay 100 one hundred percent (100%) of the difference between the single employee-only premium and the two-party or family premiums, whichever is applicable. For members who elect to participate in the HDHP, the following Health Savings Account (HSAH.S.A.) contribution schedule will apply for FY 20152012-16 through FY 2016-13 through
Appears in 1 contract
Samples: www.mountainview.gov
HMO Medical Plans. Effective August 1, 2002, the City shall pay the full single premium for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HMO Single premium plus 90% of the additional cost for two- party or Familyfamily* 10% of the additional cost for two-party or Familyfamily* Effective January 1, 2017, for single coverage in an HMO plan, the City shall pay ninety-eight percent (98%) of the average of the single HMO premiums for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay twelve percent (12%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: HMO City Contribution Employee Contribution Single 98% of the average of the single HMO premiums* 2% of the average of the single HMO premiums* Two- Two-Party Single premium plus 88% of the difference between the single premium and the two-two- party premium* 12% of the difference between the single premium and the two-party premium* Family Single premium plus 88% of the difference between the single premium and the family premium* 12% of the difference between the single premium and the family premium* * Percentage contributions above are reflective of the formula described in the HMO paragraphs above. Regular part-time employees are required to pay 100 percent of the difference between the single coverage premium and the two-party or family premiums, whichever is applicable. NonPPO Medical Plans—Regular full-HMO Medical Plans (PPO/POS)—Effective August 1, 2001, regular full- time employees selecting a non-HMO medical plan will pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family). In addition to the payment for dependent coverage, the employee will pay forty percent (40%) of the difference between the average averages of HMO premiums at all three levels (single, two-party, and family) and the non-HMO PPO premiums at the same levels. Regular part-time employees will pay 100 percent of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family), in addition to forty percent (40%) of the difference between the average of the HMO premiums and the non-HMO premium PPO premiums at the single coverage premium. POS PlanHealth Net—Effective August 1, 2007Point of Service Plan (POS)—Effective upon the completion of the 2007 medical open enrollment period, enrollment in this the POS plan was frozen. No new enrollments are allowed into this plan. Employees currently enrolled in the Health Net POS plan In subsequent open enrollment periods, employees who disenroll out of the plan will not be allowed to return to the plan. Effective After open enrollment in August 1, 2007, the City’s portion of the premium paid for the POS plan was costs will be capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month for existing active employees and future retireesmonth. SEIU members who retired This cap does not affect retirees prior to August 1, 2007 are not affected by this change2007. High-High Deductible Health Plan (HDHP)—Effective August 1, 2012, the City will offer an HDHP in addition to HMO and PPO/POS PPO plans. The City shall pay the full single premium for the HDHP offered by the City and selected by the employee. For dependent coverage in an HDHP, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HDHP Single premium plus 90% of the additional cost for two-two- party or Familyfamily* 10% of the additional cost for two-party or Familyfamily* * Percentage contributions above are reflective of the formula described in the HDHP paragraph above. Regular part-time employees are required to pay 100 percent of the difference between the single premium and the two-party or family premiums, whichever is applicable. For members who elect to participate in the HDHP, the following Health Savings Account (HSA) contribution schedule will apply apply. When an employee enrolls in an HDHP for the first time FY 2015-16 through FY 2016-or later, the City will contribute the following amounts into the employee’s HSA, in accordance with IRS regulations: one hundred percent (100%) of the plan deductible One Thousand Five Hundred Dollars ($1,500) for single and Three Thousand Dollars ($3,000) for employee plus one or more dependents. During the second, subsequent enrollment year, the City will contribute the following amounts into the employee’s HSA, in accordance with IRS regulations: fifty percent (50%) of the plan deductible, Seven Hundred Fifty Dollars ($750) for single and One Thousand Five Hundred Dollars ($1,500) for employee plus one or more dependents. If an employee leaves the HDHP before the second, subsequent enrollment year and later returns, the City will contribute fifty percent (50%) of the plan deductible into the employee’s HSA for the return year. Employees may contribute additional funds into their HSA up to the IRS annual maximums. Since HSA contribution limits are determined on a calendar/tax-year basis, a midyear enrollment in an HSA may be subject to a prorated HSA contribution limit, including a prorated City HSA contribution. Contributions in excess of the IRS limit are subject to tax penalties. The combination of employee, employer, and third-party contributions may not exceed the annual IRS limits. The City may change the contribution to the HSA after the term of the MOU. The City will continue to offer HMO and PPO medical plans and members will have no obligation to participate in the high-deductible health plan.
Appears in 1 contract
Samples: www.mountainview.gov
HMO Medical Plans. Effective August 1, 2002, the City shall pay the full single premium for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HMO Single premium plus 90% of the additional cost for two- party or Familyfamily* 10% of the additional cost for two-party or Familyfamily* Effective January 1, 2017, for single coverage in an HMO plan, the City shall pay ninety-eight percent (98%) of the average of the single HMO premiums for any HMO plan offered by the City and selected by the employee. For dependent coverage in an HMO plan, the employee shall pay twelve percent (12%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: HMO City Contribution Employee Contribution Single 98% of the average of the single HMO premiums* 2% of the average of the single HMO premiums* Two- Two-Party 88% of the difference between the single premium and the two-party premium* 12% of the difference between the single premium and the two-party premium* Family 88% of the difference between the single premium and the family premium* 12% of the difference between the single premium and the family premium* * Percentage contributions above are reflective of the formula described in the HMO paragraphs above. Regular part-time employees are required to pay 100 percent of the difference between the single coverage premium and the two-party or family premiums, whichever is applicable. Non-HMO Medical Plans (PPO/POS)—Effective August 1, 2001, regular full- time employees selecting a non-HMO medical plan will pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family). In addition to the payment for dependent coverage, the employee will pay forty percent (40%) of the difference between the average averages of HMO premiums at all three levels (single, two-party, and family) and the non-HMO premiums at the same levels. Regular part-time employees will pay 100 percent of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family), in addition to forty percent (40%) of the difference between the average of the HMO premiums and the non-HMO premium premiums at the single coverage premium. POS PlanHealth Net—Effective August 1, 2007Point of Service Plan (POS)—Effective upon the completion of the 2007 medical open enrollment period, enrollment in this the POS plan was frozen. No new enrollments are allowed into this plan. Employees currently enrolled in the Health Net POS plan In subsequent open enrollment periods, employees who disenroll out of the plan will not be allowed to return to the plan. Effective For employees choosing to remain in the POS plan after open enrollment in August 1, 2007, the City’s portion of the premium paid for costs will be capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month. For those two employees currently enrolled in the POS plan was family plan, the employer cost will be capped at One Thousand Four Hundred Ninety-Seven Dollars and Seventy Cents ($1,497.70) per month for existing active employees and future retireesor the PPO family rate, whichever is greater. SEIU members who retired This cap does not affect retirees prior to August 1, 2007 are not affected by this change2007. High-High Deductible Health Plan (HDHP)—Effective August 1, 2012, the City will offer an HDHP in addition to HMO and PPO/POS plans. The City shall pay the full single premium for the HDHP offered by the City and selected by the employee. For dependent coverage in an HDHP, the employee shall pay ten percent (10%) of the difference between the single coverage premium and the selected dependent coverage premium (two-party or family) for regular full-time employees in accordance with the following schedule: Plan City Contribution Employee Contribution HDHP Single premium plus 90% of the additional cost for two-two- party or Familyfamily* 10% of the additional cost for two-party or Familyfamily* * Percentage contributions above are reflective of the formula described in the HDHP paragraph above. Regular part-time employees are required to pay 100 percent of the difference between the single premium and the two-party or family premiums, whichever is applicable. For members who elect to participate in the HDHP, the following Health Savings Account (HSA) contribution schedule will apply for FY 2015-16 through FY 2016-
Appears in 1 contract
Samples: www.mountainview.gov
